We encourage institutions, unions, law firms, and individuals to donate to help support the National Center’s research and programming.

April 2024 Newsletter

It has been a very busy April in higher education collective bargaining. 

In this month’s newsletter, we report on newly certified or recognized unions representing a combined total of over 6,000 faculty. The new faculty units are at Harvard University, the University of Kansas, the University of Michigan-Flint, and Chesapeake College. We also report on upcoming faculty representation elections at Tulane University and the University of San Diego, and recently filed representation petitions concerning faculty at Loyola Marymount University and the New York Film Academy.

Unionization efforts among postdoctoral scholars and graduate assistants has continued to grow, as well. We report on a scheduled representation election concerning postdoctoral scholars at Princeton University, two recently filed petitions involving postdoctoral scholars at Albert Einstein College of Medicine and Brown University. We also report on newly certified graduate assistant unions at the University of Vermont and the University of New Hampshire, a scheduled graduate assistant representation election at Princeton University, and pending graduate assistant representation petitions at the University of Pittsburgh, Alfred University, and the UC College of Law.



With respect to undergraduate student employees, the newsletter reports on newly certified unions at Drexel University, Bucknell College, Georgetown University, and Worcester Polytechnic Institute, a representation election scheduled at Occidental College, and recently filed representation petitions filed at New York University, Dartmouth College, Pomona College, and St. Johns College

Lastly, the newsletter includes photographs from our annual national conference and reports on the newest member of our Board of Advisors. It also includes links to articles in the current volume of our Journal of Collective Bargaining in the Academy, information about a collective bargaining workshop being presented by the Heller School for Social Policy and Management at Brandeis University and job postings at the National Center, the Professional Staff Congress, AAUP, and the California Faculty Association.

We thank the speakers, moderators, and conference attendees for a very successful 51st Annual Conference of the National Center for the Study of Collective Bargaining in Higher Education and the Professions.

The theme of the annual conference was New Crossroads in Collective Bargaining and Labor Relations in Higher Education and the Professions. The program was designed to touch upon issues that impact everyone who works in higher education.

The success of the conference would not have been possible without the support and assistance of Hunter College Interim President Kirschner, our Board of Advisors, along with the staff of Roosevelt House, the CUNY Graduate Center, and conference staff and volunteers. We also thank the sponsors of the conference along with the unions, businesses, institutions, and law firms that purchased advertisements in our conference program.

Below are pictures of panels, presenters, staff, and volunteers from the annual conference.:

Higher Education Leadership Panel with (l-r) Rick Schaffer, former CUNY General Counsel, Ann Kirschner, Hunter College Interim President, Daniel Greenstein, PASSHE Chancellor and Catharine Bond Hill, Ithaka S+R, Managing Director.

Keynote Speaker:

Thomas A. Kochan, George Maverick Bunker Professor of Management, Emeritus, MIT Sloan School of Management.

Navigating Generative AI in Higher Education Panel with (l-r) Kyle Arnone, AFT Collective Bargaining Director, Amanda Blair, Fisher & Philips LLP, and Tony Picciano, Hunter College and CUNY Graduate Center.

Contingent Faculty Job Security Facilitated Session with (l-r) Theodore Curry, Michigan State University Professor Emeritus, School of Human Resources and Labor Relations, Mia McIver, UCLA Lecturer; UC-AFT Local 1474 former President and Benjamin Superfine, University of Illinois Chicago Assistant Vice Provost for Faculty Relations.

Labor-Management Cooperation in Reversing Contingency Panel with (l-r) Melissa Sortman, Michigan State University Director of Faculty and Academic Staff Affairs, Heather Pierce, Rutgers University Adjunct Faculty Member, Carla Katz, Rutgers University, NTT Faculty Member and Kim O'Halloran, Rutgers University VP of Academic Planning & Administration.

Collective Bargaining and Library Personnel in Higher Education Panel with (l-r) Ahsan Ali, Tufts University Labor Relations Director, Kelly McElroy, United Academics of Oregon State, AAUP/AFT Local 9609, Meredith Kahn, LEO AFT-MI 6244, Campus Chair, (GLAM), Adriene Lim, University of Maryland - College Park Dean of Libraries and Consuella Askew, Rutgers University, VP for University Libraries.

Graduate Student Representation Election Outcomes Panel with (l-r) Jacob Apkarian, York College Associate Professor, Kathy Collins, Huron Consulting Group, Gary Rhoades, University of Arizona Professor and 

Nick DiGiovanni, Morgan, Brown & Joy, LLP.

Collective Bargaining and Museums with (l-r) Michael Loconto, Loconto ADR, Trish Jeffers, Guggenheim Museum Amanda Tobin Ripley, Ohio State Graduate Teaching Associate, Donna Gustafson, Rutgers University, Maida Rosenstein, UAW Local 2110 and Halcyone Schiller, AFSCME DC 47.

Higher Ed Vaccine Mandates in Canada and the US with (l-r) Larry Savage and Alison Braley-Rattai, Brock University.

Trustees’ Perspectives on Collective Bargaining Panel with (l-r) Paul Brown, University of Michigan Board of Regents, Todd Regis, Central Michigan University Trustee, Susan Solomon, City College of San Francisco Trustee and Kenneth Mash, APSCUF President.

National Center Volunteers and Staff (l-r) Amy Jeu, Hunter College , Kim Middleton, CUNY Central, Greg and Winnie Johnson, National Center Staff.

National Center Staff with

(l-r) Michelle Savarese, National Center Administrator and Nancy Hanks, National Center Conference Coordinator.

Join the Campaign for an Interactive Collective Bargaining Website

Join the National Center's campaign to fund a permanent interactive website that will provide access to the National Center's database of information and contracts concerning all academic collective bargaining relationships listed in our upcoming 2024 Directory of Bargaining Agents and Contracts in Institutions of Higher Education.

The funds from the campaign would help build the website and allow us to employ graduate students to maintain the website, ensure the accessibility of the contracts, and regularly update our database with information such as successor agreements and new collective bargaining relationships.

The features of the interactive website would include the ability of negotiators, representatives, and scholars to:

• search our repository of close to 900 current contracts individually or in a group utilizing a word search function.

• search and display variables in our database by institution, bargaining agent, unit composition, and state and would allow the download of data in different formats so that users would be able to analyze the data using their favorite program.

Lastly, the website would include a data entry portal for users to update the data by adding or correcting any data points.

An interactive website will be of immense value to all institutions of higher education, unions representing faculty, post-doctoral scholars, and graduate assistants, law firms representing institutions and unions, as well as scholars of higher education and labor.

Making the interactive website a reality requires financial support. The creation of an operational website may cost as much as $50,000 with additional annual costs to employ graduate students to maintain and update the website.

We, therefore, encourage higher education institutions, unions, law firms, and others to contribute toward the creation and maintenance of the interactive website, which we hope to put online by the end of 2024.

The following are suggested donation amounts to fund the interactive website:

$10,000

$ 5,000

$ 2,500

$ 1,000

$ 500

Other amounts: $250, $100, $50, or $25.Donate Now

The National Center Welcomes Alec Thomson to Our Board of Advisors

Alec Thomson is President of NEA's National Council for Higher Education (NCHE). Alec Thomson is a professor of political science and history at Schoolcraft College in Livonia, Michigan. He earned his Master’s degree in history from Arizona State University and his Ph.D. in political science from Wayne State University. 

During his time as a graduate teaching assistant at Wayne State University, he was a founding member of Wane State’s Graduate Employee Organizing Committee (GEOC). Later he served for over a decade as the local president of Schoolcraft’s Faculty Forum. Statewide he served as the president of the Michigan Association for Higher Education (MAHE). Finally, he has published union-focused articles in NEA’s Thought and Action journal along with its Advocate newsletter.

Harvard University: UAW Certified to Represent NTT Professors

and Postdocs Bargaining Unit

President and Fellows of Harvard College, NLRB Case No. 01-RC-336990

On April 15, 2024, Harvard Academic Workers - UAW (HAW-UAW) was certified to represent a unit of 4,172 full-time and part-time non-tenure track faculty, postdoctoral scholars, fellows, and research assistants at the Harvard Faculty of Arts and Sciences, the Harvard Medical School, and the Harvard Divinity School. The certification followed an April 5, 2024 tally of the ballots, which demonstrated that the vote was 1094-81 in favor of HAW-UAW representation.

The following is the description of the new faculty bargaining unit at Harvard University:

Included: All full-time and regular part-time non-tenure-track employees of Harvard University performing teaching or research, regardless of funding source (paid directly or indirectly), and who work at Harvard Faculty of Arts and Sciences, Harvard Medical School, or Harvard Divinity School, including Lecturers, Associate Senior Lecturers, Senior Lecturers, Postdoctoral Research Fellows, Instructors, Teaching Assistants, Associates, College Fellows, Curriculum Fellows, Curriculum and Pedagogy Managers, Fellows, Junior Fellows, Benjamin Peirce Fellows, Preceptors, Assistant Directors, Directors, Research Assistants, Research Associates, Research Fellows, Research Scientists, Researchers, and Engineers.

Excluded: The Division of Continuing Education, the Harvard School of Dental Medicine, Dumbarton Oaks, the Center for Hellenic Studies, Professors in Residence, Professors of the Practice, Professors Emeriti, visitors with a primary tenured/tenure-track appointment at another institution, Visiting Graduate Students, undergraduate students, all employees covered by another union’s bargaining unit definition, managers and guards, nonprofessional employees and supervisors as defined in the Act. Others permitted to vote: The parties have agreed that all individuals in a “stipendee” classification (fellows, postdocs, researchers) may vote in the election but their ballots may be challenged since their eligibility has not been resolved. No decision has been made regarding whether the individuals in these classifications or groups are included in, or excluded from, the bargaining unit. The eligibility or inclusion of these individuals will be resolved, if necessary, following the election.

Harvard University: UAW Certified to Represent Law School

Clinical Instructors and Staff

President and Fellows of Harvard College NLRB Case No: 01-RC-337044

On April 11, 2024, the NLRB certified Harvard Academic Workers - UAW (HAW-UAW) to represent a unit of 80 full-time and part-time clinical instructors, fellows, and staff in Harvard Law School’s clinical program. The certification followed an April 3, 2024, ballot tally, which demonstrated that the Harvard Law School employees voted 65-3 in favor of HAW-UAW representation.

The following is the description of the newly certified bargaining unit at Harvard Law School:

Included: All full-time and regular part-time employees in the Harvard Law School clinical programs who provide clinical legal education to law students and/or legal services to clients or communities. This includes: Clinical fellow, senior clinical fellow, clinical instructor, senior clinical instructor, staff attorney, senior staff attorney, social worker, and non-supervisory Managing Attorney, Assistant Director, Associate Director, Director, and others with similar work responsibilities, in the HLS clinical programs (comprising in-house clinics, and student practice organizations).

Excluded: Assistant Clinical Professor of Law, Visiting Assistant Clinical Professor of Law, Clinical Professor of Law, Visiting Clinical Professor of Law, Assistant Professor of Law, Professor of Law, Professor of Practice, Visiting Professor of Law, lecturers with only academic appointments (i.e., those in charge of externship clinics), undergraduate students, all employees covered by another union’s bargaining unit definition, managers and guards, nonprofessional employees and supervisors as defined in the Act.

Chesapeake College: AFT Certified to Represent a FT Faculty Unit

On April 17, 2024, AFT was certified by Maryland's Public Employee Relations Board to represent a new bargaining unit of 55 full-time faculty working for Chesapeake College, according to an announcement made by the college.

University of Kansas: Faculty Vote for AFT-AAUP Representation

University of Kansas, KPERB Case No. 75-UCA-3-2024

On March 7, 2024, the Kansas Public Employment Relations Board (KPERB) issued a notice of a mail ballot election concerning a petition filed by United Academics of KU, AAUP, AFT to represent a unit of faculty and unclassified academic staff at the University of Kansas.

The tally of ballots by KPERB on April 25, 2024 demonstrated, according to a media account, that in a unit of 1,550, the vote in favor of union representation was 850-132.

The following is the new bargaining unit at the University of Kansas;

Included: Faculty and Unclassified Academic Staff with academic or research responsibilities, whether tenure track or non-tenure track, full time or part time.

Excluded: Supervisory employees as defined by KSA § 75-4322(b), elected and management officials as defined by KSA § 75-4322(e), and confidential employees as defined by KSA § 75-4322(c).

University of Michigan-Flint: AFT-AAUP Voluntarily Recognized

to Represent Tenured and Tenure Track Faculty Unit

According to a media report, the University of Michigan recently voluntarily recognized the University of Michigan-Flint, AFT-AAUP, Local 5671 to represent a new bargaining unit of 159 tenured and tenure-track faculty working at the University of Michigan-Flint.

Loyola Marymount University: SEIU Petitions to Represent NTT Faculty  

Loyola Marymount University, NLRB Case Nos. 31-RC-340487, 31-RC-340589, and 31-RC-340545

On April 19, 2024, SEIU Local 721 filed three petitions seeking to represent units of full-time and part-time non-tenure track faculty at three colleges of Loyola Marymount University. 

NLRB Case No. 31-RC-340487

In this petition, SEIU Local 721 seeks to be certified to represent a unit of 167 non-tenure track faculty at Loyola Marymount University College of Communication and Fine Arts.

The following is the description of the unit sought in the petition:

Included: All full-time and part-time non-tenure track faculty; including but not limited to those with the title of Faculty, Lecturer, Senior Lecturer, Instructor, Senior Instructor, Applied Music Instructor, Visiting Assistant Professor, Clinical Assistant Professor, Clinical Associate Professor, Clinical Professor, Visiting Professor, Visiting Associate Professor, Postdoctoral Faculty Fellow, Postdoctoral Research Fellow, Affiliated External Faculty, and Adjunct; who are employed by Loyola Marymount University and who teach at least one credit-earning class, section, lesson, or lab within the academic unit known as the LMU College of Communication and Fine Arts.

Excluded: All tenured or tenure-track faculty; all other visiting faculty; all faculty teaching at an academic unit other than the College of Communication and Fine Arts; all emeritus faculty; all registrars and librarians; all Athletic Department coaches; all graduate students of LMU; all lab assistants, graduate assistants, clinical fellows, teaching assistants, and research assistants; all mentors who do not have teaching responsibilities; the President of LMU, the Provost; all Associate Provosts, Vice Provosts, and Vice Presidents; all Deans, Vice Deans, Associate Deans and Assistant Deans, regardless of their faculty status; all non-faculty-employees; all volunteers; and all managers, supervisors, and guards as defined in the Act.

NLRB Case No. 31-RC-340589

In this petition, SEIU Local 721 seeks to be certified to represent a unit 146 non-tenure track faculty at Loyola Marymount University School of Film and Television.

The following is the description of the unit sought in the petition:

Included: All full-time and part-time non-tenure track faculty; including but not limited to those with the title of Faculty, Lecturer, Senior Lecturer, Instructor, Senior Instructor, Visiting Assistant Professor, Clinical Assistant Professor, Clinical Associate Professor, Clinical Professor, Affiliated External Faculty, and Adjunct; who are employed by Loyola Marymount University and who teach at least one credit-earning class, section, lesson, or lab within the academic unit known as the LMU School of Film and Television. Excluded: All tenured or tenure-track faculty; all other visiting faculty; all faculty teaching at an academic unit other than the School of Film and Television; all emeritus faculty; all registrars and librarians; all Athletic Department coaches; all graduate students of LMU; all lab assistants, graduate assistants, clinical fellows, teaching assistants, and research assistants; all mentors who do not have teaching responsibilities; the President of LMU, the Provost; all Associate Provosts, Vice Provosts, and Vice Presidents; all Deans, Vice Deans, Associate Deans and Assistant Deans, regardless of their faculty status; all non-faculty-employees; all volunteers; and all managers, supervisors, and guards as defined in the Act.

NLRB Case No. 31-RC-340545

n this petition, SEIU Local 721 seeks to be certified to represent a unit of 185 non-tenure track faculty at Loyola Marymount University Bellarmine College of Liberal Arts.

The following is the description of the unit sought in the petition:

Included: All full-time and part-time non-tenure track faculty; including but not limited to those with the title of Faculty, Lecturer, Senior Lecturer, Instructor, Senior Instructor, Visiting Assistant Professor, Clinical Assistant Professor, Clinical Associate Professor, Clinical Professor, Visiting Associate Professor, Postdoctoral Faculty Fellow, Postdoctoral Research Fellow, Writing Instructor, Affiliated External Faculty, and Adjunct; who are employed by Loyola Marymount University and who teach at least one credit-earning class, section, lesson, or lab within the academic unit known as the LMU Bellarmine College of Liberal Arts.

Excluded: All tenured or tenure-track faculty; all other visiting faculty; all faculty teaching at an academic unit other than the Bellarmine College of Liberal Arts; all emeritus faculty; all registrars and librarians; all Athletic Department coaches; all graduate students of LMU; all lab assistants, graduate assistants, clinical fellows, teaching assistants, and research assistants; all mentors who do not have teaching responsibilities; the President of LMU, the Provost; all Associate Provosts, Vice Provosts, and Vice Presidents; all Deans, Vice Deans, Associate Deans and Assistant Deans, regardless of their faculty status; all non-faculty-employees; all volunteers; and all managers, supervisors, and guards as defined in the Act.

Tulane University: NTT Faculty Representation Election Scheduled

Administrators of the Tulane Educational Fund, NLRB Case No. 15-RC-339381

On April 4, 2024, Workers United-Service Employees International Union filed a petition with the NLRB seeking to represent a unit of approximately 291 non-tenure track faculty at Tulane University. 

On April 17, 2024, the NLRB issued a notice of election scheduling a mail ballot election with the tally taking place on June 6, 2024.

The following are the titles of employees eligible and ineligible to vote in the representation election:

Included: All Professors of Practice, Visiting Professors, Instructors, and Lecturers employed by Tulane University in the schools of Liberal Arts, Science and Engineering, Architecture, Professional Advancement, and Business who were employed by the Employer during the payroll period ending March 31, 2024.

Excluded: All Deans regardless of rank/status (e.g., Deans, Assistant/Associate Deans, Interim Assistant/Associate Deans, Interim Deans, Senior Associate Deans), Executive Directors, Tenured and Tenure-Track Faculty, Adjunct Faculty, Non-Tenure Track Faculty in the schools of Public Health, Medicine, Social Work, and Law, all other employees employed by Tulane University, managers, confidential employees, office clerical employees, guards, and supervisors as defined by the Act.

Individuals in the following titles will be permitted to vote but their ballots will be challenged because their eligibility has not been resolved: Academic Directors; Administrative Directors; Area Coordinators; Assistant Directors; Assistant Faculty Directors; Associate Department Chairs; Associate Directors; Associate Program Directors; Coordinators; Curricular Directors; Department Chairs; Directors; Faculty Directors; Program Coordinators; Program Directors; University Senate Committee Chairs; University Senate Officers (e.g., Chair, Vice Chair, etc.); and University Senators

University of San Diego: NTT Faculty Representation Election Scheduled

University of San Diego, NLRB Case No. 21-RC-339512

On April 5, 2024, SEIU filed a petition with the NLRB seeking to represent a unit of 230 full-time and part-time non-tenure track faculty at the University of San Diego.  

On April 16, 2024, the NLRB issued a notice of election scheduling a mail ballot representation election, with the ballots being tallied on May 14, 2024.

The following are the titles of employees eligible and ineligible to vote in the representation election:

Included; All full-time and part-time non-tenure track faculty, including with the title of Lecturer, Lecturer I, Lecturer II, Adjunct Instructor, Adjunct Assistant Professor, Professor of Practice, Visiting Assistant Professor, and Applied Music Instructor, who are employed by the University of San Diego (USD) and who taught at least one credit-earning class, section, lesson, or lab within the academic unit known as the USD College of Arts and Sciences in the 2023 Spring Semester, the 2023 Fall Semester, or the 2024 Spring Semester, including employees who did not work during that period because they were ill, on vacation, or were temporarily laid off.

The following individuals are eligible to vote but their ballots will be challenged because the parties were unable to resolve their eligibility: Ruth Coffey, Margaret Daley, Debbie Finocchio, Sara Hasselbach, Megan Little, Hayley Milbourne, David Miller, and Karen Shelby The eligibility or inclusion of these individuals will be resolved, if necessary, following the election.

Excluded: All tenured or tenure-track faculty, other visiting faculty, faculty teaching at an academic unit other than the USD College of Arts and Sciences, emeritus faculty, registrars, librarians, Athletic Department coaches, graduate students of USD, post-doctoral scholars of USD, lab assistants, graduate assistants, clinical fellows, teaching assistants, research assistants, mentors who do not have teaching responsibilities, department chairs regardless of their faculty status, the President of USD, the Provost, Associate Provosts, Vice Provosts, Vice Presidents, and Deans, Vice Deans, Associate Deans, and Assistant Deans regardless of their faculty status, non-faculty-employees, volunteers, office clerical employees, managerial employees, guards, and supervisors as defined in the Act.

New York Film Academy: UAW Files to Represent Faculty and Staff

New York Film Academy, NLRB Case Nos. 02-RC-340481 and 02-RC-340474

On April 22, 2024, the Association of Teachers and Staff at NYFA-UAW filed two representation petitions with the NLRB concerning employees at the New York Film Academy. One petition seeks to represent a unit of 135 faculty and the second seeks to represent a unit of 73 non-faculty at the New York Film Institute.

The following are the proposed bargaining units in the UAW representation petitions:

NLRB Case No. 02-RC-340481

Included: All faculty, including instructors and teaching assistants, at NYFA’s New York Campus, including those working remotely.

Excluded: Managerial employees, clerical employees, guards and supervisors as defined in the Act.

NLRB Case No. 02-RC-340474

Included: All non-faculty staff at NYFA’s New York Campus, including those working remotely, including coordinators, admissions counselors, admissions representatives, advertising strategists, associate directors of operations, librarians, audio engineers, enrollment advisors, technical assistants, financial aid administrators, front desk receptionists, mailing supervisors, marketing coordinators, musical theater accompanists, operations assistants, prop room assistants, registrar assistants, registrar file clerks, registrar office assistants, senior equipment room supervisors, SEO copywriter and content strategists, student accessibility services/staff therapists, study abroad admissions associates, and undergraduate outreach specialists.

Excluded: Faculty, managerial employees, confidential employees, guards and supervisors as defined in the Act.

Albert Einstein College of Medicine: UAW Files for Postdocs Unit

Albert Einstein College Of Medicine Inc, NLRB Case No. 02-RC-340029

On April 15, 2024, the Sinai Postdoctoral Organizing Committee-UAW filed a petition seeking to represent a unit of 230 postdoctoral fellows at Albert Einstein College of Medicine. 

The following is a description of the proposed bargaining unit outlined in the petition:

Included: All Postdoctoral Fellows, including Research Fellows, employed by the Employer.

Excluded: All other employees, guards and supervisors as defined in the Act.

Brown University: AFT Files to Enlarge Postdocs Unit

Brown University, NLRB Case No. 01-RC-338737

On March 27, 2024, the Graduate Labor Organization, RIFTHP/American Federation of Teachers Local 6516 filed a petition with the NLRB seeking to represent a unit of 50 postdoctoral fellows in the Department of Psychiatry and Human Behavior at Brown University. The stated purpose of the petition is to accrete the postdoctoral fellows into an existing bargaining unit of postdoctoral research associates, postdoctoral fellows, research fellows, and Dean’s faculty fellows at Brown University.

The following is the description of the unit set forth in the petition:



Included: Postdoctoral Fellows (Clinical) in the Dept of Psychiatry and Human Behavior, and Postdoctoral Fellows receiving external funding.

Excluded: All clerical employees, confidential employees, managers, and guards, professional employees and supervisors as defined in the Act.

Princeton University: Postdocs Representation Election Scheduled

Trustees of Princeton University d/b/a Princeton University,

NLRB Case No. 22-RC-339137

On April 2, 2024, Princeton University Postdocs & Scholars-UAW filed a petition with the NLRB seeking to represent a unit of 1,000 postdoctoral scholars at Princeton University,

On April 10, 2024, the NLRB issued a notice of election scheduling an in-person election for May 8, and 9, 2024.

The following is the at-issue postdoctoral scholars bargaining unit at Princeton University:

Included: All full-time and regular part-time postdoctoral research associates, postdoctoral research fellows, associate research scholars, senior research assistants, and postgraduate research associates.

Excluded: All, office clerical employees, managerial employees, associate research

physicists, guards, and supervisors as defined by the Act, and all other employees.

University of Vermont: UAW Certified to Represent GSE Unit

The University of Vermont, VLRB Docket No. 23-43

On April 15, 2024, the Vermont Labor Relations Board certified UAW Local 2322 as the exclusive representative of a bargaining unit of 619 graduate assistants at the University of Vermont. The certification followed a March 27-28, 2024 election in which the graduate assistants voted 375-9 in favor of UAW Local 2322 representation.

The following is a description of the new bargaining unit at the University of Vermont:

All full-time and regular part-time graduate teaching assistants, graduate research assistants, graduate assistants, pre-doctoral trainees, pre-doctoral trainees/fellows, and all other graduate students in other titles who are employed in an academic position.

University of New Hampshire: UAW Certified to Represent GSE Unit

University of New Hampshire, PELRB Case No. E-0282-1

On April 3, 2024, the New Hampshire Public Employee Labor Relations Board certified the University of New Hampshire Graduate Employees Union-UAW as the exclusive representative of a bargaining unit of 750 graduate assistants at the University of New Hampshire. The certification followed an election in which the employees voted 455-8 in favor of New Hampshire Graduate Employees Union-UAW representation.

The following is a description of the new bargaining unit at the University of New Hampshire:

Included: All graduate student employees who are on Assistantships, including Graduate Research Assistants, Teaching Assistants, and Graduate Assistants.

Excluded: All hourly graduate workers, all graduate student employees on fellowship awarded by the UNH without any work requirement; all graduate student employes on external fellowship; and all other employees and supervisors as defined by the PELRB.

Princeton University: GSE Representation Election Scheduled

Princeton University, NLRB Case No: 22-RC-339987

On April 12, 2024, Graduate Students United (GSU)-United Electrical, Radio & Machine Workers of America (UE) filed a petition with the NLRB seeking to represent a unit of 2,300 graduate assistants employed by Princeton University. 

On April 23, 2024, the NLRB issued a notice scheduling an in-person election for May 13-14, 2024, according to a media report.

The following is the unit description set forth in the GSU-EU petition:

Included: Graduate students enrolled in Princeton University degree programs who are employed to provide teaching and research services, including Research Assistants, Teaching Assistants, Fellows, Tutors, Graders, and Graduate Teaching Fellows.

Excluded: Undergraduate students; graduate students not seeking Princeton degrees, including visiting students; office clericals; managers; guards and supervisors as defined in the Act.

Alfred University: GSE Representation Election Scheduled

Alfred University, NLRB Case No.: 03-RC-339691

On April 24, 2024, the NLRB issued a notice of election scheduling an in-person election for May 8, 2024, concerning a petition filed by the Communications Workers of America (CWA) to represent a unit of 59 graduate assistants employed by Alfred University.

The following is the description of the at-issue graduate assistant unit at Alfred University:

Included: All graduate students employed on a full time or regular part time basis by Alfred University as Graduate Assistants, Research Assistants, and Teaching Assistants at the New York State College of Ceramics

Excluded: All other students (including graduate students employed by Alfred University outside the New York State College of Ceramics), managerial and confidential employees, supervisors and guards as defined by the Act, and all other employees.

UC College of Law: Student Assistants File to Unionize with UAW

On April 9, 2024, United Legal Educators-UAW filed a petition with the California Public Employment Relations Board seeking to be recognized by the UC College of Law in San Francisco to represent a unit of 190 teaching and research assistants.

The following is the description of the proposed unit in the United Legal Educators-UAW petition:

Included: All students enrolled at the University of California College of Law, San Francisco (“UC Law”) who are employed by UC Law, including but not limited to: Teaching Assistants, Legal Research & Writing Teaching Assistants, Moot Court Board Members, Research Assistants, Legal Research Assistants, Admissions Fellows, Library Circulation Desk Assistants, Events Coordinators, Sack Fellows/Sack Teaching Fellows, Legal Education Opportunity Program Tutors, Skills Fellows, Note Takers, Discussion Group Leaders, Discussion Group Leader Facilitators, and Research Fellows.

Excluded: All non-student employees, all employees defined by HEERA as managerial, supervisory and/or confidential; all positions that are exclusively represented at the time of this petition.

University of Pittsburgh: USW Seeks to Represent Graduate Assistants

University of Pittsburgh, PLRB Case No. PERA R-24-11-W

On January 31, 2024, the United Steelworkers (USW) filed a petition with the Pennsylvania Labor Relations Board (PLRB) seeking to represent a bargaining unit of 2,100 graduate assistants. The petition remains pending at PLRB.

In 2019, the University of Pittsburgh graduate assistants narrowly voted against USW representation.

The following is a description of the bargaining unit sought in the pending USW petition:

Included: All full-time and regular part-time professional employees employed by the University of Pittsburgh at all campuses in the commonwealth who are graduate assistants on academic appointments who serve as teaching assistants, teaching fellows, graduate student assistants, and graduate student researchers.

Excluded: All other employees including graduate students on fellowship and traineeship, management level employees, supervisors, first level supervisors, confidential employees and guards as defined in PERA.

Univ. of Chicago Med. Center: Interns and Residents Election Scheduled

University of Chicago Medical Center, NLRB Case No. 13-RC-338986

On April 1, 2024, the Committee of Interns and Residents, SEIU filed a petition with the NLRB seeking to represent a unit of 1,023 interns and residents at the University of Chicago Medical Center.

On April 12, 2024. the NLRB issued a notice of election scheduling an in-person election on May 1-3, 2024.

The following is the at-issue interns and residents bargaining unit at the University of Chicago Medical Center:

Included: All full-time and regular part-time licensed physicians employed by the Employer during the payroll period ending March 30, 2024, in the following classifications: interns, residents, chief residents, and fellows who are employed by The

University of Chicago Medical Center ("UCMC") in residency and/or fellowship

programs based at UCMC's Hyde Park main campus, which includes the Center

for Care and Discovery, Mitchell Hospital, Goldblatt Pavilion, the Duchossois

Center for Advanced Medicine, Wyler, and Comer Children's Hospital; at

Endeavor Health Evanston Hospital in Evanston, IL; or at Endeavor Glenbrook

Hospital in Glenbrook, IL; including physicians employed by UCMC in a

residency and/or fellowship program based at these locations while rotating

and/or assigned by UCMC to other work locations.

Excluded: All Administrative Chiefs; all interns, residents, chief residents and fellows who

are employees of any branch of the United States Armed Forces; all interns,

residents, chief residents and fellows who are employees of any sovereign

foreign government; all interns, residents, chief residents, and fellows with

dental degrees; all interns, residents, chief residents, and fellows who are not

licensed physicians; all registered nurses; all other professional employees; all

employees of other employers, including The University of Chicago and

Endeavor Health; all other employees of UCMC; all managerial employees; all

guards and all supervisors as defined in the National Labor Relations Act.

Smith College: OPEIU Certified to Represent Librarians and Library Staff

The Trustees of Smith College, NLRB Case No: 01-RC-337514

On April 9, 2024, the NLRB tallied the ballots in an election concerning a petition filed by OPEIU Local 153 to represent librarians and library staff at Smith College. The tally of ballots demonstrated that in a bargaining unit of 43 employees, the vote was 26-0 in favor of OPEIU Local 153 representation. 

On April 17, 2024, the NLRB certified OPEIU 153 as the exclusive representative for the following combined bargaining unit of professionals and non-professionals work at the Smith College library:

The following is a description of the at-issue library unit at Smith College:

Included: All full-time and regular part-time librarians, archivists, and professional staff, and paraprofessionals employed by the Employer at its libraries in Northampton, Massachusetts.

Excluded: All student employees, confidential employees, managerial employees, all other employees, and guards and supervisors as defined in the Act.

Drexel University: OPEIU Certified to Represent Resident Assistant Unit

Drexel University, NLRB Case No. 03-RC-339691

On April 19, 2024, OPEIU Local 153 was certified by the NLRB to represent a unit of 95 resident assistants at Drexel University. The certification followed an April 11, 2024 tally of ballots in which the resident assistants voted 63-4 in favor of OPEIU Local 153 representation.

The following is a description of the new student employee bargaining unit at Drexel University:

Included: All resident assistants, graduate resident assistants and head resident assistants employed by the Employer at its Philadelphia, Pennsylvania campus residence halls.

Excluded: All other employees including managers, guards, and supervisors as defined in the Act.

Bucknell College: OPEIU Certified to Represent Resident Advisors Unit

Bucknell College, NLRB Case No: 06-RC-337047

On April 12, 2024, the NLRB certified OPEIU Local 153 to represent a unit of 111 resident advisors at Bucknell College. The certification followed an April 4, 2024 tally of ballots, which demonstrated that the resident advisors voted 74-2 in favor of OPEIU Local 153 representation.

The following is a description of the new student resident advisors bargaining unit at Bucknell College:

Included: All Resident Advisors and Lead Residential Advisors employed by the Employer at its 1 Dent Drive, Lewisburg, Pennsylvania campus.

Excluded: All other employees including office clerical employees, managers, and guards and confidential employees and supervisors as defined in the Act.

Georgetown University: OPEIU Certifed to Represent RA Unit

Georgetown University, NLRB Case No. 05-RC-338505

On April 24, 2024. OPEIU Local 153 was certified by the NLRB to be the exclusive representative of a bargaining unit of 102 resident assistants at Georgetown University. The certification was the result of an election in which the April 16, 2024 ballot tally demonstrated that the resident assistants had voted 79-3 in favor of OPEIU Local 153 representation.

The following is a description of the new undergraduate resident assistant unit at Georgetown University:

All undergraduate Resident Assistants at the Employer’s main campus in

Georgetown, Washington, D.C., but excluding all other employees, professional employees, managerial employees, confidential employees, guards, and supervisors as defined in the Act.

Worcester Polytechnic Institute: UAW to Represent Resident Advisors

Worcester Polytechnic Institute, NLRB Case No. 01-RC-335594

On April 4, 2024, WPI Resident Advisor Union-UAW was certified by the NLRB to represent a unit of 72 resident advisors at Worcester Polytechnic Institute. The certification followed a representation election in which the tally demonstrated that the resident advisors voted 38-2 in favor of WPI Resident Advisor Union-UAW representation. 

The following is a description of the resident advisors bargaining unit at Worcester Polytechnic Institute:

Included: All undergraduate and graduate students who are enrolled full-time in a degree program at WPI and employed as resident advisor or graduate housing advisor during the regular academic year (A, B, C, D, E Terms).

Excluded: All office clerical employees, managers, guards, and professional employees and supervisors as defined in the Act.

Occidental College: Undergraduate Employee Election Scheduled

Occidental College, NLRB Case No. 31-RC-339565

On April 8, 2024, Service Employees International Union, Local 721 filed a petition with the NLRB seeking to represent a unit of 200 undergraduate student workers at Occidental College.

On April 18, 2024, the NLRB issued a notice of election scheduling an in-person election for April 30, 2024.

The following is the at-issue bargaining unit at Occidental College:

Included: All undergraduate student workers who are enrolled in a degree-earning program at and who are employed by Occidental College in one of the following programs, services, or workplaces: the Green Bean; ASOC (Associated Students of Occidental College) (including the SusFund, the Honor Board, the Diversity & Equity Board); FEAST (Food Energy and Sustainability Team); Bengal Bus; the Bike Share Program; La Encina Yearbook; Oxy Design Service; Oxy TV; the Student Activity Center; KOXY Radio; The Occidental Student Newspaper; and the Oxy Programming Board.

Excluded: All other employees, guards, managerial employees, and supervisors as defined in the Act

New York University: Undergraduate Student Workers Seek to Unionize

New York University, NLRB Case No. 02-RC-340647

On April 23, 2024, Student Workers at NYU filed a petition with the NLRB seeking to represent a unit of 258 resident assistants at New York University.

The following is a description of the unit proposed in the representation petition:

Included: All Resident Assistants employed by New York University

Excluded: all other staff, confidential employees, guards, and supervisors defined by the Act.

Pomona College: Petition Filed Over Student Worker Representation

Pomona College, NLRB Case No. 21-RM-340136

On April 15, 2024, Pomona College filed a petition to resolve a question concerning the representation of a unit of 57 student employee dining workers by UNITE HERE Local 11.

The following is a description of the proposed unit in the college's petition:

Included: Student employee dining workers in Coop Foundation and Cafe 47

Excluded: All other Pomona employees including all other student employees and statutory exclusions

Dartmouth College: Undergraduate Student Workers Seek to Unionize

Trustees of Dartmouth College, NLRB Case No. 01-RC-340140

On April 16, 2024, the Student Workers Collective at Dartmouth filed a petition to represent a new unit of 110 undergraduate student employees working for the Office of Residential Life at Dartmouth College,

The following is a description of the proposed unit in the petition:

Included: All undergraduate student employees of the Office of Residential Life, including Undergraduate Advisors (UGAs) and Interns.

Excluded: All other students and non-student employees, of Dartmouth College, managers, supervisors or confidential employees excluded by law.

St. Johns College: Petition Over Student Worker Represetmtat Dismissed

St. John's College, NLRB Case No. 28-RM-337949  

On April 17, 2024, St. John's College filed a request for review request for review with the National Labor Relations Board seeking to challenge the March 25, 2024 administrative dismissal of the college's petition by the NLRB Regional Director concerning the representation of 182 undergraduate and graduate student workers by the Communications Workers of America (CWA). CWA opposes the college's Request for Review.

The following is the unit description outlined in the college"s petition:

Included: All undergraduate and graduate student workers (which includes Academic Student Assistants, Admissions Student Assistants, Advancement Student Assistants, Art Gallery Student Assistants, Elementary School Tutor Student Assistants, Buildings and Grounds Student Assistants, Bookstore Student Assistants, Community Programs Student Assistants, Dean's Office Student Assistants, Financial Aid Student Assistants, Folk Art Museum Student Assistants, Graduate Institute Student Assistants, IT Student Assistants, Lab Student Assistant, Library Student Assistants, Mailroom Student Assistants, Music Student Assistants, Outdoor Programs Student Assistants, Office of Personal and Professional Development Student Assistants, Registrar's Office Student Assistants, Student Activities Center Student Assistants, Public Safety Student Assistants, Sage Dining Student Assistants, Student Life Student Assistants, Writing Student Assistants, Shuttle Driver Student Assistants) who are employed solely by St. John's College, located at 1160 Camino De Cmz Blanca, Santa Fe, New Mexico 87505.

Excluded: All other employees: non-student employees; tenured faculty; tenure-track faculty; teaching fellows; officers; faculty associates; full-time, part-time, temporary, and seasonal staff employees; all persons employed by any other Colleges not specified in the unit description above; office clerical employees; confidential employees; professional employees; managers; guards and supervisors as defined by the National Labor Relations Act.

Heller School Program on Negotiating Labor Agreements

Our friends at the Heller School for Social Policy and Management at Brandeis University have initiated a new workshop series on Negotiating Labor Agreements: New Issues, New Approaches, New Negotiators.

The following is information about the Heller School negotiations workshop:

We have a bold vision – shaping collective bargaining so that it best meets the needs of 21st Century workplaces.

At this two-day virtual workshop, you will build capabilities in…

• Forging constructive labor-management relations.
• Negotiating first contracts that are a foundation for success.
• Negotiating continuing contracts that combine good jobs with high-performance.
• Advancing equity, trust, and voice through collective bargaining.
• Aligning long-standing collective bargaining traditions with the expectations of the next-generation workforce.
• Addressing the benefits and risks of new technology.
• Taking into account the interests of diverse stakeholders – within labor and management, as well as others (suppliers, customers, clients, communities).
• Learning how to be hard on the issues, not each other.

Labor and management participants will learn from each other through interactive exercises.

The instruction team features world-leading experts in negotiation and conflict resolution, labor-management partnerships, high-performance work systems, equity and fair treatment at work, labor and employment law. The program features interactive exercises, practical worksheets, and keynote talks (each with dialogue sessions):

• “Collective Bargaining in the 21st Century” by Thomas Kochan, MIT
• “Leading a Bargaining Team” by Dennis Dabney, Kaiser Permanente (retired) and Kris Rondeau, AFSCME
• “The Economics of Collective Bargaining” by Lisa Lynch, Brandeis University
• “New Frontiers in Labor Law” by Wilma Liebman, NLRB (retired)
• “Facilitation, Mediation, Conciliation, and Arbitration” by Javier Ramirez, FMCS
• “Bargaining over new technology in the workplace” by Søren Viemose, Konsensus, Denmark
• “Collective Bargaining as an Engine of Innovation” by Joel Cutcher-Gershenfeld, Brandeis University

Registration information for upcoming sessions is available here:

• July 23-24, 2024 (Tuesday/Wednesday) 5:00pm-11:00pm US ET
• October 17-18, 2024 (Thursday/Friday)10:00am-4:00pm US ET

The National Center's Journal of Collective Bargaining in the Academy has published Volume 15 titled "Learning From and Building on Collective Bargaining's Foundations and Experience."

The Journal's Editors-in-Chief are Gary Rhoades, University of Arizona, Karen Stubaus, National Center Visiting Scholar and former Vice President for Academic Affairs at Rutgers University, and Jeffrey Cross, Eastern Illinois University (Emeritus).

Op-Ed

Collective Bargaining Among Undergraduate Students by Daniel J. Julius and Nicholas DiGiovanni Jr.

Articles

The Persistence of Separate and Unequal: Debunking Myths of the Market in Bargaining for Faculty Gender Salary Equity by Johanna E. Foster and Jen McGovern

The Role of the Chief Negotiator in Academic Collective Bargaining by Nicholas DiGiovanni Jr.

The 50 Year History of Collective Bargaining at Hofstra University by Herman A. Berliner, Peter C. Daniel, Bernard J. Firestone, Estelle S. Gellman, Elizabeth J. Ploran, and Liora P. Schmelkin

Analyzing the Upward Trend in Academic Unionization: Drivers and Influences

by Andrea Clemons

Practitioner Perspectives

TAUP's 50-Year Collective Bargaining Story by Arthur Hochner

Some Thoughts of Faculty Strikes by Margaret E. Winters and William Connellan

Job Posting:

National Center Part-Time Research Assistant

The National Center for the Study of Collective Bargaining in Higher Education and the Professions is a CUNY labor-management center located at Hunter College that researches unionization and collective bargaining in higher education and the professions.



Job Title: National Center Part-Time Research Assistant.

Description of position: The Research Assistant will work with other National Center

researchers on projects relating to unionization, collective bargaining, and

representation of tenured, tenured-track and contingent faculty, and graduate and

undergraduate student employees. The Research Assistant will assist in collecting data

every week of new representation efforts from the websites of the National Labor

Relations Board and similar state labor relations agencies. The Research Assistant will

collect strike activity in higher education from news sources including LexisNexis. In

addition, the person will assist in preparing the National Center’s monthly newsletter in

Constant Contact and assist with our annual conference in March 2025.

Term: 2024-2025 academic year

Desired class level: We have a preference for a doctoral student with qualitative and

quantitative analytical skills and experience in labor, employment, and collective

bargaining issues. Graduate and undergraduate students with relevant skills and

experience in labor, employment, and collective bargaining issues may also apply.

Salary range: $20.00-$47.42 per hour depending on qualifications.

Location: Hunter College, 68th Street Campus, East Building, E1418, New York City. Remote work is an option.

Apply: Submit Electronic Applications to: William A. Herbert, Executive

Director, wh124@hunter.cuny.edu. Applications will be accepted until the position is filled.

Documents requested: Cover letter, c.v., 3 references, and a writing sample

Job Posting:

Director of Legal Affairs

 Professional Staff Congress

The Professional Staff Congress, AFT Local 2334, is a progressive, activist union representing 30,000 faculty and staff at the City University of New York and the CUNY Research Foundation. The PSC provides a collaborative, supportive environment to drive progressive change in the context of the nation’s largest urban public university. The PSC is seeking to hire an attorney to direct our Legal Department; lead the union’s legal strategy; handle disciplinary proceedings, arbitrations, and proceedings before relevant agencies; and coordinate legal issues related to internal union governance.

EXEMPT/NON-EXEMPT: Exempt, Unionized, Professional Bargaining Unit

FULL TIME/PART TIME: Full Time

REPORTS TO: Executive Director

Summary of Responsibilities:

• Advises the Officers, Executive Director and union staff on issues related to contract enforcement, collective bargaining, internal governance, and the legal affairs of the union
• In consultation with Officers and Executive Director, develops and carries out a legal strategy which aligns with the union’s overall strategic vision and goals
• Supervises and mentors Coordinator of Legal Affairs, and co-supervises Administrative Associate
• Represents instructional staff charged with disciplinary infractions
• Represents union at arbitration of contract grievances
• Represents union in proceedings before relevant federal, state and local agencies
• Coordinates on legal matters with outside counsel and state and national affiliates
• Coordinates with and advises Contract Enforcement Director and staff
• Responds to inquiries from union chapter officers, grievance counselors and members regarding contract enforcement and disciplinary issues
• Leads special projects

Qualifications:

• Admitted to the New York State Bar
• Demonstrated commitment to progressive trade unionism and social justice
• Uncommonly strong written and spoken language skills; excellent organizational skills
• Demonstrated ability to exercise excellent judgment in handling confidential material and to work with and relate to others
• J.D. from an accredited law school
• Excellent research, writing, and analytical skills
• Strong oral advocacy and communication skills

Experience Requirements:

• 6+ years’ experience in labor law

Compensation:

Salary: $122,000 + depending on experience. Comprehensive benefit package

The PSC supports justice and equity for all people facing oppression and exclusion. We particularly encourage women and people of color to apply for this position.

Application deadline: January 26, 2024, at 5PM

To Apply:

Send cover letter, résumé and legal writing sample to: Denise Poché Jetter, Director of Human Resources and Operations, dpjetter@pscmail.org

Job Posting:

Executive Director

Professional Staff Congress

The Professional Staff Congress, AFT Local 2334, is a progressive, member-focused, leadership driven activist union representing 30,000 faculty and staff at the City University of New York. Providing a collaborative, supportive environment to drive progressive change in the context of the nation’s largest urban public university, the PSC is a major force in opposing austerity funding for CUNY and challenging the pattern of disinvestment in CUNY, a university that serves primarily low-income communities and communities of color.

The PSC is seeking a passionate, determined, highly ethical, experienced, and progressive Executive Director who is eager to work collaboratively with elected union leadership and lead a committed staff as they serve union members and campaign for the needs of members, higher education workers and CUNY students. The Executive Director works closely with PSC officers to carry out the union’s programs and decisions and run the day-to-day operations of the union.

MAJOR RESPONSIBILITIES (not a complete list of duties)

• Work closely with principal officers on a daily basis and provide advice and guidance to PSC leadership at all levels.
• Manage the operation of the PSC office and activities.
• Carryout the decisions and plans of PSC leadership.
• Manage all aspects of supervising PSC staff - hiring, training, delegation; accountability and mentoring; and bargain staff union contracts.
• Coordinate PSC contract, issue-based, political, and legislative campaigns.
• Participate in contract negotiations and ensure timely and correct implementation of PSC collective bargaining agreements.
• Oversee PSC research, communications, and collective bargaining.
• Establish and maintain ongoing communication among PSC officers, staff, and member activists.
• Work with the Treasurer and Director of finance to prepare and oversee budgets and maintain responsibility for the daily fiscal affairs of the PSC, under the Treasurer's policy direction.
• Manage contracts with landlord and service providers.
• Represent PSC with CUNY and Research Foundation management and other organizations as directed by PSC leadership.

QUALIFICATIONS

• Demonstrated ability to successfully perform the duties described above.
• Significant number of years (10 –15) in progressively responsible leadership roles in a labor union or related organization- including at least 5 years running an organization or a sizable department.
• Proven track record of balancing and administering a budget.
• Demonstrated success in mentoring and training department directors and senior staff.
• At least 5 years’ experience negotiating and/or administering labor contracts.
• Demonstrated experience working collaboratively with elected leaders.
• Experience in public sector unions or environments highly desirable.
• Experience in labor and/or higher education policy and budget analysis.
• Excellent project management, strategy development and campaign planning skills

EDUCATION & OTHER REQUIREMENT

• Baccalaureate required or more advanced degree in appropriate field a plus.

COMPENSATION AND BENEFITS

For this role, PSC/CUNY offers a competitive salary package of $170,000-190,000 depending on experience, excellent benefits, including family medical and dental coverage, generous paid time off and a pension.

This is a nationwide search, but we value candidates with experience in public sector labor in the New York metropolitan area. If you are excited about this role and feel that you can contribute to the organization, but your experience does not exactly align with every qualification listed above, we encourage you to apply.

The PSC is committed to creating a diverse environment and strives to achieve equity for all as we work towards economic, racial, and social justice. We particularly encourage women, people of color, people with disabilities, LGBTQIA+ and working-class folks to apply.

HOW TO APPLY

The Job is open until filled. To be considered in the first review of applicants, apply by April 12, 2024.

Email your résumé and cover letter explaining your interest in working with PSC and how your experience and qualifications have prepared you for the Executive Director role to:

Kim Cook, UnionSearch Associate at kim.cook1956@gmail.com

For more information and a confidential discussion of the position, please email Kim Cook, Unionsearch Associate at kim.cook1956@gmail.com to schedule a phone call.

Job Posting: AAUP Executive Director

The American Association of University Professors (AAUP) is seeking qualified candidates for the position of Executive Director in our Washington, DC office. Application packets and resumes for this position will be reviewed on a rolling basis. Screening will continue until the position is filled. This position requires a commitment to racial equity and involves working with diverse individuals both inside and outside of the AAUP office.

Duties and Responsibilities

The executive director is the chief administrative officer of the Association, appointed by and responsible to the AAUP’s governing Council. The executive director is responsible for implementing Council and executive committee policies, initiatives, plans and personnel directives, along with actions and mandates approved by the biennial meeting. The person appointed to that office shall be well acquainted with academic institutions and committed to core AAUP principles, including academic freedom, shared governance, and collective bargaining. The executive director approves academic freedom and shared governance investigations, collective bargaining campaigns, and searches for positions on the administrative staff. In all aspects of employment, the executive director promotes and furthers the AAUP’s mission.

The executive director is responsible for the financial stewardship of the association as well as managing the budget and operations; day-to-day decisions are delegated to the deputy executive director who is responsible for the routine management of the national office and for ensuring its smooth and efficient operation. The executive director exercises a significant role in the planning and coordination of the Association’s programs and services in line with Council’s initiatives and priorities. Currently these include (1) fighting back against inappropriate interference into higher education, especially partisan legislative interference and other inappropriate interference into academic institutions by politicians and donors, (2) an initiative to enact permanent, structural, organizational change in order to view all AAUP work through a racial equity lens and to address racial justice in the AAUP and the academy, and (3) overseeing the ongoing implementation of the AAUP affiliation with the American Federation of Teachers – infusing AAUP standards and principles more widely into higher education and building membership while AAUP retains its independence and autonomy.

The executive director provides staff service to the AAUP president, executive committee, Council, and the AAUP Foundation board. The executive director speaks for the Association and serves as a national voice on higher education issues, when appropriate. The executive director is expected, as a member of the Washington Higher Education Secretariat, to collaborate with chief officers of other higher education organizations. The executive director works with key education leaders in government and higher education. The executive director coordinates relationships with other higher education unions and promotes collective bargaining nationally. The executive director shall seek adherence to AAUP's recommended standards in the community of higher education.

The executive director will be accountable to and will report directly to the Council. The Council will evaluate the performance of the executive director on an annual basis using this position description as a basis for evaluation. In the evaluation process, the Council will solicit the views of the staff, Association chapters and members, and others in the higher education community who work and interact with the executive director on a regular basis.

Qualifications

Candidates must be very familiar with and committed to AAUP principles. Experience as a faculty member is desirable.

Administrative experience, knowledge of collective bargaining, leadership within the AAUP at the local, state, and/or national level are desirable.

Education:   Required: Advanced terminal degree.

Skills:   Required: Demonstrated organizational, interpersonal, leadership, and

management skills. Proven communications, public relations, and writing

skills. Must have the ability to manage multiple tasks and priorities.

Experience in development/fundraising a plus.

Compensation   

Expected salary range is $200,000-$230,000, commensurate with educational background and work experience. Generous benefits package including health, dental, and vision insurance; and 401(K).

Position Classification

This regular full-time position is categorized as a confidential staff position and is excluded from the staff bargaining unit. This is an exempt position and is not eligible for overtime pay.

To Apply

Applications will be accepted until the position is filled. Applications must include a statement of interest and a curriculum vitae and should be emailed to the Chair of the Search Committee at edsearchcommitteechair@aaup.org. Questions, inquiries, and nominations should also be directed to edsearchcommitteechair@aaup.org. No phone calls please.

The AAUP is an equal opportunity employer and does not discriminate on the basis of age, sex, disability, race, color, religion, national origin, marital status, gender identity or expression, sexual orientation, personal appearance, family responsibilities, genetic information, matriculation, political affiliation, homelessness, or other characteristics unrelated to professional performance. (EEO Know Your Rights | Family Medical Leave Act | Employee Polygraph Protection Act).

Women and minorities are encouraged to apply.

Job Posting: Open Staff Positions

California Faculty Association

Working for CFA

A union of 29,000 tenure-track faculty, coaches, librarians, and counselors, CFA is seeking candidates with a strong knowledge and background in racial and social justice work. Candidates who have relevant experience (formally or informally) and can translate that into the range of job responsibilities listed below are strongly encouraged to apply.

CFA is proud to be a member-run union and believes in employing hard-working and creative staff whose talents complement those of our elected leadership. 

CFA is an Affirmative Action Employer. Women, People of Color/Native People, members of the LGBTQIA+ community, and people with disabilities are strongly encouraged to apply.

CFA complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact searchcommittee@calfac.org.

Click here to view job listings.

Job Postings

Campus Service Representatives – NorCal & SoCal

The CSR responsibilities are communicated by the CFA campus Field Representative and will work in coordination with the CFA Chapter Executive Board’s, which organizes and represents approximately 29,000 faculty, librarians, counselors, and coaches.

General Summary

The CSR is a non-exempt part-time position.

The position ensures that the California Faculty Association’s (CFA) new member recruitment and organizing goals are executed through the work of the CSR and chapter that they are assigned to support. Overall, the position will support and help add capacity to well-functioning ongoing priorities for new member recruitment and organizing support.

Rate of Pay: $25.00 hour

Hours Per Week: 19 hours per week.

Working Days/Hours: Monday-Thursday 10am – 2pm, Fridays 2pm-5pm

**Any alterations to the scheduled days/hours must receive prior approval by the Field Rep

Job Functions and Essential Duties

Recruitment of new members:

• Daily hall walking campus buildings to engage in recruitment discussions with non-members – nonmember target lists and tracking form provided during bi-weekly check ins
• Provides welcoming experience and exceptional service to non-members

Required meeting attendance:

• Attends monthly membership organizing committee meetings
• Attends monthly luncheons, workshops, and other activities – coordinates with OM to identify rsvp’s of non-members to engage with during the event
• Attends 2^nd Executive Board meeting of each month to provide report progress made in chapter goal of recruitment
• Events/activities in which membership organizing committee has scheduled for the upcoming month
• What has been successful for recruitment and what has not

Optional meeting attendance:

• 1^st Executive Board meeting of the month
• Events, workshops and activities where no nonmembers have rsvp’d

Reporting:

• Friday bi-weekly – turn in tracking form from prior weeks and workplan for upcoming week to field rep and chapter president
• Friday 3pm bi-weekly check in with field rep (and occasionally chapter president) – meeting will be to discuss and review progress on recruitment goals using tracking form, workplans and hall walking scheduling for the upcoming weeks, overcoming any obstacles to recruitment
• Weekly check-in with regional organizing director and team meetings

Office Organization and Administrative/ Clerical Duties (when needed):

• Keeps track of all conversations with nonmembers with dates, times, issues/concerns and follow up, if any, that is needed
• Communication with Executive Board members who have volunteered to assist in activities as to time, date, location i.e. tabling event, appreciation event, etc.
• Communicates to Field Representative if supplies are needed i.e. membership cards, pens/pencils, paper, binders, etc.
• Updates and maintains the CFA bulletin boards in each campus building with membership recruitment materials

Knowledge, Skills and Abilities:

• Excellent verbal, written and interpersonal communication skills.
• Ability to work independently and under general supervision, and to handle multiple projects simultaneously. Effective organization and time management skills.
• Ability to work collaboratively, creatively and strategically in a team environment, including CFA officers, members, interns and staff.
• Ability to learn and communicate CFA organizational structure and policies
• Attention to detail and problem-solving skills.
• Ability to communicate professionally with nonmembers, members, staff, students and leadership.
• Ability to follow verbal and written instructions.
• Ability to work independently and under general supervision to meet required tasks/duties.
• Possess high integrity and demonstrated ability to handle highly confidential information
• Effective and appropriate communication with members, staff, administrators, and supervisors.
• Ability to lift 25 lbs. (subject to reasonable accommodation).

To apply send cover letter and resume to: searchcommittee@calfac.org.